The Performance Review
Don't wait for one. Ask for one. Then make it count.
Why you shouldn't wait
Most firms don't schedule formal reviews for co-op students or interns at regular intervals — and if you wait for one to be offered, it may not come until the end of your placement, when it's too late to act on the feedback. Ask for reviews proactively, at regular intervals throughout your time there. Quarterly is reasonable. Frame it simply: "I'd like to set aside some time to get your feedback on how I'm doing and where you'd like to see me improve."
This signals professionalism, self-awareness, and genuine investment in the role — all things a firm notices.
How to make a review count
Come prepared. Bring your task and time logs. Be ready to speak in specific terms about what you've contributed: projects you've worked on, skills you've developed, tasks you've completed efficiently. Show that you understand your value to the firm in concrete terms — not "I've been working hard" but "I completed the grading package for the Oak Street project ahead of schedule and the PM used it for the client submission without revision."
Be equally honest about your shortcomings. If you know you've been slow on a particular type of task, say so, and describe what you're doing to improve. A reviewer who sees self-awareness and a plan is more likely to invest in your development than one who hears only positives.
Ask for feedback even when they say they have none. "If there's nothing that stands out, is there an area you'd like to see me take on more of?" or "Is there a skill you'd like me to develop before the end of my time here?" These questions reframe the review as a forward-looking conversation, not just an evaluation.
If you're placed on a Performance Improvement Plan
Accept it. Read it carefully and understand specifically what's being asked of you. Work hard to meet the criteria. Ask for a colleague at a junior level who can offer day-to-day guidance. Reach out to your state ASLA chapter — many offer formal mentorship programs for exactly this kind of situation, connecting you with a professional outside your firm who can offer perspective without the conflict of interest. Show that you're taking it seriously and actively improving. That's the only path forward.
As a full-time employee, performance reviews carry more weight — they're tied to salary increases, promotions, and long-term trajectory. The same principles apply: come prepared, speak in specifics, be honest about areas for growth, and use the review to ask for more responsibility. If you have documented your time and contributions throughout the year, you'll have everything you need to make the case for your own advancement.